بررسی رابطه رهبری تحول‌آفرین ، تعهد سازمانی و عملکرد کارکنان با نقش میانجی رفتار شهروندی سازمانی
الموضوعات :
اسماعیل حیدری
1
,
سید وحید خاوری هاشمی
2
1 - دانشجوی دکتری دانشگاه آزاد بجنورد
2 - دانشجوی دکتری توسعه منابع انسانی
الکلمات المفتاحية: تعهد سازمانی, رهبری تحول‌آفرین, رفتار شهروندی سازمانی, عملکرد کارکنان,
ملخص المقالة :
پژوهش حاضر با هدف بررسی رابطه رهبری تحول‌آفرین، تعهد سازمانی و عملکرد کارکنان با نقش میانجی رفتار شهروندی سازمانی صورت گرفت. این پژوهش از نظر هدف کاربردی و از منظر روش و ماهیت توصیفی - پیمایشی از نوع همبستگی بود. جامعه آماری در این تحقیق کارکنان مدیریت مراکز پزشکی شهرداری مشهد می‌باشد. برای تعیین حجم نمونه از فرمول کوکران استفاده گردیده و تعداد 92 نفر جهت نمونه انتخاب شدند. روش نمونه‌گیری تصادفی ساده می‌باشد. جهت جمع‌آوری داده‌ها از پرسش‌نامه استفاده گردید، بدین صورت که برای سنجش تعهد سازمانی از پرسش‌نامه آلن و مایر (1991)، رفتار شهروندی سازمانی از پرسش‌نامه پودساکف و همکاران (2000)، رهبری تحول‌آفرین از باس و اولیو (2000) و عملکرد کارکنان از پرسش‌نامه پرادهان و ینا (2017) استفاده شده است. پایایی پرسش‌نامه مذکور با استفاده از ضریب آلفای کرونباخ برای متغیرهای تعهد سازمانی (922/0)، رفتار شهروندی سازمانی (797/0)، رهبری تحول‌آفرین (891/0) و عملکرد کارکنان (712/0) بدست آمد و روایی محتوا و صوری پرسش‌نامه نیز مورد تأیید قرار گرفت. جهت تحلیل داده‌ها از نرم‌افزار SPSS 24و نرم‌افزار SmartPLS انجام پذیرفت. نتیجه تحقیق نشان داد بین تعهد سازمانی و رهبری تحول‌آفرین با رفتار شهروندی سازمانی رابطه مثبت و معنی داری وجود دارد، از سویی نتایج نشان داد رفتار شهروندی سازمانی رابطه بین تعهد سازمانی و رهبری تحول‌آفرین با عملکرد کارکنان را میانجی گری می‌نماید، علاوه بر این نتایج نشان داد تعهد سازمانی و رهبری تحول‌آفرین با رفتار شهروندی سازمانی نیز رابطه مستقیم دارد.
المصادر:
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. Akdere, M., & Egan, T. (2020). Transformational leadership and human resource development: Linking employee learning, job satisfaction, and organizational performance. Human Resource Development Quarterly, 31(4), 393–421. https:// doi.org/10.1002/hrdq.21404
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. Avolio, B. J., Zhu, W., Koh, W., & Bhatia, P. (2004). Transformational leadership and organizational commitment: mediating role of psychological empowerment and moderating role of structural distance. Journal of Organizational Behavior, 25(8), 951–968. https://doi.org/10.1002/job.283
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. Cho, C.C., & Kao, R.H. (2022). Developing sustainable workplace through leadership: Perspectives of transformational leadership and of organizational citizenship behavior. Frontiers in Psychology, 13, 924091. https://doi.org/10.3389/fpsyg. 2022.924091
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De Geus, C.J., Ingrams, A., Tummers, L., & Pandey, S.K. (2020). Organizational citizenship behavior in the public sector: A systematic literature review and future research agenda. Public Administration Review, 80(2), 259–270. https://doi. org/10.1111/puar.13141
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Eliyana, A., & Ma’arif, S. (2019). Job satisfaction and organizational commitment effect in the transformational leadership towards employee performance. European Research on Management and Business Economics, 25(3), 144–150. https://doi. org/10.1016/j.iedeen.2019.05.001
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. Fu, W., & Deshpande, S.P. (2014). The impact of caring climate, job satisfaction, and organizational commitment on job performance of employees in a China’s insurance company. Journal of Business Ethics, 124, 339–349. https://doi. org/10.1007/s10551-013-1876-y
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